MBA Project: Performance Appraisal System Effects on JCF Performance

This MBA project investigates the impact of the Performance Management System (PMS) on employee performance within the Jamaica Constabulary Force (JCF) in Jamaica's public service. The study uses four research questions to explore how performance appraisal affects employee productivity, the relationship between productivity and appraisal, the information employees need to understand their work, and methods for improvement based on past performance. Employing a descriptive research design, the study surveyed staff members of the JCF and analyzed the data using SPSS to determine frequencies and rates, presented in tables and diagrams. Key findings reveal a perceived need for a robust PMS with staff input, fair monitoring, and rewards for high performers, alongside improved communication and transparency. The research suggests that the 360-degree feedback system is the most suitable PMS for the JCF, emphasizing the importance of employee perceptions in achieving organizational goals. The study recommends improvements in various parameters related to employee perception, regular performance management, appropriate work design, staff support, and clear communication of organizational policy.

BUSINESS SCHOOL
___________________
MBA HUMAN RESOURCE MANAGEMENT
MBA PROJECT
PROJECT TITLE: The Effects of Performance Appraisal
System on Employees’ Performance in the Public Service of
Jamaica – A Case Study of the Jamaica Constabulary Force
AUTHOR: NADEISHA PATTERSON (40294613)
DATE OF SUBMISSION: DECEMBER 14, 2018
Supervisor: MAMMED BAGHER

MBA Project Declaration
I declare that the work contained in this project has not been submitted for any other
award and that it is all my own work. To the best of my knowledge, the work contains no
material previously published or written by another person except where due reference
is made in the text of the project.
Title of project: The Effects of Performance Appraisal System on Employees’
Performance in the Public Service of Jamaica – A Case Study of the Jamaica
Constabulary Force
Name (Print): Nadeisha S. Patterson
Signature: N. Patterson
Date: 14th December, 2018

TABLE OF CONTENTS
MBA PROJECT DECLARATION.............................................................................................................i
LIST OF TABLES......................................................................................................................................ii
LIST OF FIGURES....................................................................................................................................iii
ABRREVIATION......................................................................................................................................iv
ACKNOWLEDGEMENTS.........................................................................................................................v
ABSTRACT...............................................................................................................................................vi
CHAPTER ONE........................................................................................................................................1
1.0 INTRODUCTION.................................................................................................................................1
1.1 Background of the problem...................................................................................................................1
1.2 Statement of the Problem.......................................................................................................................2
1.3 Purpose of the Study..............................................................................................................................3
1.4 Research Questions................................................................................................................................3
1.5 Significance of the Study.......................................................................................................................3
1.6 Scope of the Study.................................................................................................................................4
1.7 Definition of terms................................................................................................................................4
1.8 Chapter Summary..................................................................................................................................4
CHAPTER TWO.......................................................................................................................................6
2.0 LITERATURE REVIEW......................................................................................................................6
2.1 Introduction...........................................................................................................................................6
2.2 How employees see and interpret experiences with the performance management system...................6
2.3 Challenges of performance management system.................................................................................10
2.4 Types of Performance Management System........................................................................................15
2.5 Summary.............................................................................................................................................17
CHAPTER THREE.................................................................................................................................19
3.0 RESEARCH METHODOLOGY.........................................................................................................19
3.1 Introduction.........................................................................................................................................19
3.2 Research Design..................................................................................................................................19
3.3 Population and Sampling Design.........................................................................................................20
3.4 Data Collection Methods.....................................................................................................................21
3.5 Research Procedures............................................................................................................................22
3.6 Data Analysis......................................................................................................................................22
3.7 Chapter Summary................................................................................................................................22
CHAPTER FOUR...................................................................................................................................23
4.0 RESULTS AND FINDINGS...............................................................................................................23
4.1 Introduction.........................................................................................................................................23
4.2 General Information............................................................................................................................23
4.3 Employee experiences with performance management system Figure................................................25
4.4 Challenges of Performance Management System................................................................................29
4.5 Type of performance management system suitable for JCF................................................................32
CHAPTER FIVE.....................................................................................................................................35
5.0 DISCUSSION, CONCLUSION AND RECOMMENDATION..........................................................35
5.1 Introduction.........................................................................................................................................35
5.2 Summary.............................................................................................................................................35

5.3 Discussion...........................................................................................................................................36
5.4. Conclusion..........................................................................................................................................39
5.5 Recommendations...............................................................................................................................41
5.6 Suggestions for Further Research........................................................................................................43
REFERENCES........................................................................................................................................44
APPENDIX 1: QUESTIONNAIRE..........................................................................................................51
APPENDIX 2: Participants information sheet and Consent statement......................................................55

i
LIST OF TABLES
Table 4.1: Unit of work.............................................................................................................................24
Table 4.2: Competencies...........................................................................................................................26
Table 4.3: Training Programs....................................................................................................................26
Table 4.4: Recognizes employee efforts....................................................................................................28
Table 4.5: Challenges of PMS...................................................................................................................29
Table 4.6: Suggestions for improvement...................................................................................................30
Table 4.5: Period before carrying out a review process.............................................................................33
Table 4.6: Effectiveness of the current Performance Management System...............................................33

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LIST OF FIGURES
Figure 4.2.1: Respondent Gender..............................................................................................................23
Figure 4.2.2: Satisfaction with current PMS..............................................................................................25
Figure 4.3.2 Cooperation and teamwork....................................................................................................26
Figure 4.2.5: Intermittent Performance evaluations...................................................................................27
Figure 4.2.6: Strengths and weaknesses.....................................................................................................28
Figure 4.2.7: Utilisation of results.............................................................................................................28
Figure 4.2.8: Rate faculty following Figure...............................................................................................29
Figure 4.2.10: Performance Review Process reasonable for JCF Figure...................................................32

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ABRREVIATION
PMAS Performance Management Appraisal System
PMS Performance Management System
MBO Management by Objectives
BSC Balance Score Card
PEMS Performance Management System
GRMS Global Resource Management System
JCF Jamaica Constabulary Force
QAR Quality Assessment Report

iv
ACKNOWLEDGEMENTS
As a matter of first importance, I might want to recognise Gods direction and astuteness in
empowering me to complete this undertaking. My true appreciation goes to my administrator
Professor Mammed Bagher for giving me the required rules and intelligence from the earliest
starting point of this venture to the end. His direction counsel and viable reaction at each phase in
the readiness and execution of this examination paper was in every case auspicious. To my
family much obliged for the tolerance in the long evenings. I can't likewise overlook the whole
administration of Edinburgh Napier University for their participation towards giving on the web
library offices where I gotten got much data concerning this examination venture. I likewise
thank the staff at JCF for their support and collaboration in the answers to my questionnaires.

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vi
ABSTRACT
Investigating the effect of Performance Management framework on worker execution is the
motivation behind this examination is. The examination is guided by four research addresses which
look for answers for a reasonable execution administration framework in JCF that is connected to the
key targets of JCF. The exploration questions are: this research is guided by the following questions:
Does performance appraisal improve the productivity of the employees? What is the relationship in
between employees’ productivity and the appraisal of performance? What is the important
information that the employees need to understand related to their work? What are the ways in which
the employees can improve based on the past performance?
The examination embraced an elucidating research structure. The number of inhabitants in intrigue
comprised of 12,000 staff individuals from Jamaica Constabulary Force. A statistics was attempted to
meet the whole populace. Information was gathered utilising organised surveys. The information was
examined utilising the Statistical Package for Social Sciences (SPSS) into recurrence conveyance and
rates. The information was introduced utilising tables and diagrams.
The real discoveries of this examination are that representatives feel there is an incredible
requirement for an execution administration framework in JCF. The framework ought to have
contributions from the staff individuals through staff organisation, it ought to have reasonable
checking structures and reward staff who are high performers. It ought to likewise have more
grounded accentuation on appropriate correspondence and announcing.
Representatives likewise felt that there was restricted straightforwardness and insignificant
correspondence. The reconsidered execution administration should close the missing holes. It ought
to likewise remunerate superior workers and right the low entertainers.
The examination prescribes that 360 degree criticism was considered to be the best execution
administration framework for JCF. It includes representatives getting input from individuals whose
sees are viewed as accommodating and relevant. The contemplate reasons that the impression of
workers towards execution administration rehearses is exceptionally basic in all organisations as this
persuades them to accomplish the objectives set by the association and the respondents indicated out
the different parts of execution administration rehearses in accordance with the arranging and worker
desire, watching execution administration works on, building up the limit of execution administration
practices to perform and assess execution administration rehearses which are essential to dealing with
the yield given by the workers.
The examination reasons that JCF should improve the different parameters specified on the
representative's recognition towards execution administration rehearses in JCF and broaden the
extension on different parameters that might be utilized to check the dimensions of execution
administration rehearses in JCF by the workers. Straightforwardness ought to be energized, execution
administration to be completed consistently, perform work configuration with the end goal to
coordinate staff capabilities to the correct activity, support staff resolve by giving them longer

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contracts, make work development way for staff and situate new staff on execution administration
and etch it to the organisation strategy.

1
CHAPTER ONE
1.0 INTRODUCTION
1.1 Background of the problem
The practice of appraisal is ancient in a broader sense; it begins in the mid twentieth century by
Taylor. view changes Within the approximation of things recorded, it can shambling
a subject for being the populace 's present tense bit most set up calling. The human
propensity to judge can make honest to goodness motivational, ethical and legal
progeny within the work environment. Without a composed governing body system,
there's negligible plausibility of ensuring that the sound judgment made will be
legal, sensible, strong and correct. Performance Appraisal systems Menachem begin
as direct procedures for cash defense. That’s, examination was used to select
whether or not the wage or pay of an person labourer was legitimized. In this
fashion, the banner complement on compensation comes about was ceaselessly
rejected (Clardy, 2013).
Performance assessment or performance review is a subroutine for individual
representatives and that concern about their death penalty of instrument,
usually plummet chief, to partake in a trade about their execution and
enhancement and the assistance they require in their activity. It is utilised to
both survey ongoing execution and spotlight on future destination, chess
opening and assets required. While execution scrutiny is a vital piece of
Performance Appraisal, in itself it International Relations and Security
Network’s Performance Management: rather, it is one of an extent of
contraptions that can be used to manage performance (Greenberg &
Haviland, 2008).
Execution metal is sweeping activity associations various practice s that all things
considered add to the effective transfer of individuals and gatherings with the
conclusion to achieve strange measures of definitive usage. The subroutine is
keystone, in that it is about more extensive issues and long haul objectives, and
incorporated in that it joint different parts of the business, individual’s
administration, people and groups (Julnes, 2008). A standout amongst the most
difficult segment of Homo Imagination is execution rating. Each and every included
assembling manager, bit of laborers, and Human Resource supervisors ordinarily
are disillusioned with their affiliation's execution organisation model and domain the
examination system as either a bureaucratic exercise or a harming effect of the
association between the agent and the chairman. This is unquestionably valid for
generally organisations, at least in Jamaica, wherein overviews normally uncover
across the board letdown with the rating procedure (Huber & Walsh, 1986). In
malice of this consequence, administrator are reluctant to relinquish execution